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STAKEHOLDER THEMES • The potential influx into the labor force from this segment remains strong with 400 exits per month. Currently, Clarksville-Montgomery County captures 20-30% of those exits, although about half of exiting military say they would stay in the area if they could find suitable employment. • Data show a skills mismatch that could be overcome through programmed training. Most employers within the focus groups mentioned how much they desire to hire those with military backgrounds due to their discipline and work ethic. However, a wage mismatch exists between what these employers tend to offer ($11-12/hour) for separated military personnel who do not have a bachelor’s degree versus desired rates of those exiting the military ($15-$17/hour). At $12 per hour, the available workforce for the top 10 occupations employed by manufacturing industries is 457 people. If more military could receive bachelor degree equivalents while transitioning, their options would increase. The jobs that are available for $17/hour with experience include the following: SOC DESCRIPTION 2017 JOBS WORK EXPERIENCE REQUIRED TYPICAL ENTRY LEVEL EDUCATION PCT. 10 HOURLY EARNINGS PCT. 25 HOURLY EARNINGS ANNUAL OPENINGS 11-9039 Education Administrators, All Other 392 Less than 5 years Bachelor's degree $ 21.38 $ 28.04 30 29-1141 Registered Nurses 747 None Bachelor's degree $ 20.42 $ 23.27 38 25-2021 Elementary School Teachers, Except Special Education 886 None Bachelor's degree $ 20.36 $ 24.98 63 51-1011 First-Line Supervisors of Production and Operating Workers 458 Less than 5 years High school diploma or equivalent $ 16.86 $ 20.45 49 25-1099 Postsecondary Teachers 580 None Doctoral or professional degree $ 16.23 $ 22.00 46 51-4122 Welding, Soldering, and Brazing Machine Setters, Operators, and Tenders 373 None High school diploma or equivalent $ 15.72 $ 17.90 40 29-2061 Licensed Practical and Licensed Vocational Nurses 504 None Postsecondary nondegree award $ 15.63 $ 17.38 36 11-1021 General and Operations Managers 614 5 years or more Bachelor's degree $ 14.28 $ 22.61 54 • Accessing exiting military talent is especially difficult for employers who use temporary agencies. 52 COMPREHENSIVE LABOR ANALYSIS: CLARKSVILLE-MONTGOMERY COUNTY
• Military spouses most likely make up a sizeable chunk of the non-participating labor force. In the most recent spouse survey conducted by the Fort Campbell base, 33% of military spouses claimed to be working, but 59% of those were unhappy with their jobs. Of those working, 42% stated that their skillset did not match their job while 58% said it did. • Entrepreneurs who have successfully engaged military spouses maintain that this segment does not necessarily need to work, but seeks meaningful work that enables them to participate in the community. It was also noted that because of schools, cost of living, and weather, families tend to stay in Clarksville even if their military spouses are relocated. While this information is anecdotal, it is worthy of being explored and applied to raise the awareness of this symbiotic relationship between military spouses and the employers/City of Clarksville. Military 53
Page 1 and 2: COMPREHENSIVE LABOR ANALYSIS Clarks
Page 3 and 4: 61 INDUSTRY CLUSTER AND SUPPLY CHAI
Page 5 and 6: INTRODUCTION Over the past five yea
Page 7 and 8: DEMOGRAPHIC PROFILE The City of Cla
Page 9 and 10: The map below illustrates total mig
Page 11 and 12: TABLE 2: Generation Breakdown, 10-c
Page 13 and 14: INCOME Income is generally used as
Page 15 and 16: POVERTY Poverty rates are one measu
Page 17 and 18: STAKEHOLDER THEMES In August and Se
Page 19 and 20: Below are the labor force figures p
Page 21 and 22: FIGURE 11: Labor Force Participatio
Page 23 and 24: COMMUTING PATTERNS Commuting patter
Page 25 and 26: TABLE 6: Where Residents from Montg
Page 27 and 28: sector. Figure 16 above shows resid
Page 29 and 30: public transportation, broadband av
Page 31 and 32: TABLE 7: Job Performance 2011 2016
Page 33 and 34: FIGURE 19: Montgomery County Indust
Page 35 and 36: TABLE 8: Number of Payrolled Busine
Page 37 and 38: TABLE 9: Occupation Groups with Mos
Page 39 and 40: REAL-TIME DATA KEY HIGHLIGHTS Suppl
Page 41 and 42: COMPENSATION KEY HIGHLIGHTS • Ave
Page 43 and 44: STAKEHOLDER THEMES • 50% of respo
Page 45 and 46: The May 2017 Soldier For Life Surve
Page 47 and 48: TABLE 12: MOC to SOC Crosswalk for
Page 49 and 50: MOC SOC CODE SOC TITLE JOBS ANNUAL
Page 51: MOC SOC CODE SOC TITLE JOBS ANNUAL
Page 55 and 56: FIGURE 27: Higher Education Institu
Page 57 and 58: MEETING THE NEEDS OF INDUSTRY Some
Page 59 and 60: SOC CODE SOC DESCRIPTION 2016 JOBS
Page 61 and 62: INDUSTRY CLUSTER AND SUPPLY CHAIN A
Page 63 and 64: INDUSTRY CLUSTERS Industry clusters
Page 65 and 66: SUPPLY CHAIN ANALYSIS Supply chain
Page 67 and 68: TABLE 18: Purchases of Services by
Page 69 and 70: PEER REGION ANALYSIS Clarksville is
Page 71 and 72: TABLE 20: Duo Peer Regions, MSAs, M
Page 73 and 74: TABLE 22: Individual Peer Regions,
Page 75 and 76: RECOMMENDATIONS INCREASE COMMUNICAT
Page 77 and 78: • Encourage engineering internshi
Page 79 and 80: • Numerous golf courses in the ar
Page 81 and 82: economic development professionals
Page 83 and 84: APPENDIX II: INVESTMENT IN CLARKSVI
Page 85 and 86: 2) Is your firm in one of the follo
Page 87 and 88: • Friendly people • Good Locati
Page 89 and 90: • Seems like a good effort to rec
Page 91 and 92: • some bad areas of congestion
Page 93 and 94: MOC SOC CODE SOC TITLE JOBS Infantr
Page 95 and 96: MOC SOC CODE SOC TITLE JOBS Logisti
Page 97 and 98: MOC SOC CODE SOC TITLE JOBS Field A
Page 99 and 100: MOC SOC CODE SOC TITLE JOBS Medical
Page 101 and 102: MOC SOC CODE SOC TITLE JOBS Supply
Page 103 and 104:
MOC SOC CODE SOC TITLE JOBS Signal/
Page 105 and 106:
MOC SOC CODE SOC TITLE JOBS Militar
Page 107 and 108:
MOC SOC CODE SOC TITLE JOBS Electro
Page 109 and 110:
MOC SOC CODE SOC TITLE JOBS Armor I
Page 111 and 112:
MOC SOC CODE SOC TITLE JOBS Intelli
Page 113:
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